The Power of Middle Managers in Organizational Success

Middle managers are often overlooked or undervalued in the corporate world. They are seen as mere administrators, mediators or followers, rather than as leaders, innovators or influencers. However, research shows that middle managers are actually vital to the performance, health and resilience of any organization. They are the ones who connect the vision and strategy of the top executives with the execution and feedback of the frontline employees. They are the ones who foster a culture of collaboration, creativity and accountability among their teams. They are the ones who can make or break an organization's success.

In this blog post, we will explore how middle managers can leverage their unique position and skills to create value for their organizations, and what actions they can take to enhance their effectiveness and impact.

How to be a great middle manager

According to Indeed.com¹, a great middle manager should:

Understand their job responsibilities: Middle managers are essential to the flow of communication in an organization. They need to translate the goals and expectations of the senior management to their direct reports, and vice versa. They also need to monitor and evaluate the progress and performance of their teams, and provide feedback and guidance as needed.
Communicate and connect with their senior-level manager: Middle managers should maintain a regular and open dialogue with their boss, and keep them informed of any issues, challenges or opportunities that arise in their area of responsibility. They should also seek their input and support when making decisions or implementing changes that affect the organization.
Align their values with their company's mission: Middle managers should understand and embrace the vision and purpose of their organization, and align their actions and behaviors with them. They should also communicate and reinforce these values to their teams, and help them see how their work contributes to the bigger picture.
Ask for feedback from their team: Middle managers should solicit and listen to the opinions, suggestions and concerns of their direct reports, and acknowledge their contributions and achievements. They should also create a safe and supportive environment where their team members can share their ideas, challenges and feedback without fear of judgment or retaliation.
Take leadership training: Middle managers should seek opportunities to develop their leadership skills and competencies, such as strategic thinking, problem-solving, emotional intelligence, coaching, delegation, conflict resolution, etc. They should also learn from other successful leaders in their organization or industry, and adopt best practices that suit their style and context.
Be empathetic and nurture their workplace relationships: Middle managers should show genuine care and respect for their team members, peers and superiors, and build trust and rapport with them. They should also recognize and appreciate the diversity of perspectives, backgrounds and strengths that each person brings to the table, and leverage them for collective success.

How to create value as a middle manager

According to McKinsey², middle managers can create value for their organizations by exhibiting certain behaviors that are correlated with higher financial performance. These behaviors are:

Creative and entrepreneurial: Middle managers who support innovation and creativity among their teams can help generate new ideas, products or services that meet customer needs or create competitive advantage.
Open and trusting: Middle managers who encourage honesty, transparency and candid dialogue among their teams can foster a culture of collaboration, learning and accountability.
Operationally disciplined: Middle managers who emphasize productivity and efficiency among their teams can help optimize processes, resources and outcomes.
Authoritative: Middle managers who focus on hierarchy to get things done can help ensure alignment, compliance and quality across the organization.
Challenging: Middle managers who encourage people to do more than they thought possible can help unleash their potential, motivation and performance.
Consultative: Middle managers who empower employees through communication and delegation can help increase their engagement, ownership and satisfaction.
Supportive: Middle managers who build a positive environment characterized by team harmony can help reduce stress, conflict and turnover among their teams.
Inspirational: Middle managers who encourage through guidance and recognition can help boost morale, confidence and loyalty among their teams.
Employee involvement: Middle managers who engage people on the direction of the organization can help create a sense of purpose, belonging and commitment among their teams.
Personal ownership: Middle managers who drive individual accountability and responsibility among their teams can help improve results, quality and customer satisfaction.

How to overcome challenges as a middle manager

According to Harvard Business Review³, middle managers face various challenges in their role due to the complexity and ambiguity of being both leaders and followers at the same time. These challenges include:

Empathizing with both sides: Middle managers need to understand and balance the needs and expectations of both senior management and frontline employees, and act as a bridge between them. This can be emotionally draining and stressful, especially when there are conflicts or disagreements between them.
Negotiating with both sides to bring them together: Middle managers need to influence and persuade both senior management and frontline employees to align their goals and actions, and work together for the common good. This can be difficult and risky, especially when there are power imbalances or resistance between them.
Speaking up for others: Middle managers need to advocate and represent the interests and concerns of their direct reports to the senior management, and vice versa. This can be challenging and exposing, especially when there are gaps or misunderstandings between them.

To overcome these challenges, middle managers can adopt some practices that can help them cope and thrive in their role, such as:

Coaching and psychological support: Middle managers can seek professional or peer coaching, mentoring or counseling to help them deal with the emotional and mental demands of their role, and develop their skills and confidence.
Embracing a culture of transparency and humility: Middle managers can foster a culture of openness and honesty in their organization, where people can share information, feedback and opinions without fear or blame. They can also admit their mistakes, limitations and needs, and ask for help when necessary.
Leveraging their network and resources: Middle managers can tap into their network of contacts, colleagues and partners to access information, advice and support. They can also use their resources, such as technology, tools and data, to enhance their efficiency and effectiveness.

Conclusion

Middle managers are not just administrators, mediators or followers. They are connecting leaders who play a crucial role in the success of any organization. They can create value by exhibiting behaviors that are linked to higher performance, such as being creative, open, disciplined, authoritative, challenging, consultative, supportive, inspirational, involved and accountable. They can also overcome challenges by adopting practices that can help them cope and thrive in their role, such as seeking coaching and support, embracing transparency and humility, and leveraging their network and resources.

If you are a middle manager or aspire to be one, I hope this blog post has inspired you to recognize your potential and impact, and to take action to enhance your effectiveness and value. If you are a senior manager or an executive, I hope this blog post has encouraged you to appreciate and invest in your middle managers, and to create a culture that supports their development and success.

Sources :

¹: How to Be Successful in Middle Management | Indeed.com

²: Investing in middle managers pays off—literally | McKinsey

³: The Real Value of Middle Managers - Harvard Business Review

How to Be Successful in Middle Management | Indeed.com. https://www.indeed.com/career-advice/career-development/be-successful-in-middle-management. (2) Investing in middle managers pays off—literally | McKinsey. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/investing-in-middle-managers-pays-off-literally. (3) The Real Value of Middle Managers - Harvard Business Review. https://hbr.org/2021/06/the-real-value-of-middle-managers. (4) What Is Middle Management? (With Roles, Skills, and Tips). https://ca.indeed.com/career-advice/finding-a-job/middle-management.

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